• Kea for business
  • Kea Connect
  • A service facilitating crucial introductions between businesses and industry experts
  • Kea for you
  • Becoming a member
  • Join Kea's global community and stay connected to home wherever you are
  •  
  • Jobs
  • Find and post local and international opportunities
  •  
  • Events
  • Connect with Kiwi through local, international and virtual events
  •  
  •  
  •  

jobs

Can you tell us the abridged version of your moves between NZ & the UK over the past 30 years?

Ever since I was a kid, I’ve had a massive obsession with everything English. I was a huge football fan – the FA Cup final was the highlight of my year – and even loved watching Coronation Street and Eastenders, wished I had an English accent and even tried to convince my parents to immigrate to the UK on a number of occasions.

So as soon as I was able, I started making plans to move to the UK. In my last year of high school I was working part-time to earn the $4K I needed, which was a fortune at the time. I finally saved the money, booked my flights and headed off on my own, into the unknown. The only people I knew in the UK were an English guy who had worked in NZ as a semi-professional footballer (for a club on the North Shore) and his girlfriend, who ended up picking me up at the airport.

That was 1989 and I only lasted six months. Initially I wanted to live in Tottenham, because I was a huge Spurs fan, but I ended up spending some time in Earls Court and then the Midlands, basically touring around the country watching football.

Then I fell ill and my family wanted me to return to NZ so I did. In all honesty I was pretty lonely and homesick by then so going home was the easy option and it was a fairly smooth transition back into NZ life. I got a job and basically started saving to go back to the UK again but with a plan to do it a different way.

In 1991 I went back to London again but his time I took an equally football mad friend so I had some company. This was more a classic OE – we both got bar work, travelled, went to a lot of football games which was a much better experience than my first time around. But I realised during that time that life without a degree would always be harder from a financial point of view so I decided to go back to NZ again and go to university.

This is when the dates start to get a bit fuzzy because I moved back and forward a few times for varying lengths of time. I was in NZ roughly from 1992 to 1998 completing my degree in Sociology and then starting work for the Auckland City Mission.

In 1999 I moved to London and worked for the Terence Higgins Trust. It was during this time that I really started to love my UK life. When I was in London, I was hanging out with a bunch of old school friends from Takapuna Grammar and I also did a lot of travel around Europe on the hop-on, hop-off bus. I mainly travelled on my own so I met a lot of different people which was really cool. The only downside was that I lived right outside the Arsenal stadium which was a bit grim for a Spurs fan.

In 2003 my (now) wife and I went back to NZ with a view to this being a semi-permanent move. But we fell pregnant and my wife decided she wanted to be in the UK, near her mother, for the birth of her first child so we moved back to the UK in 2004. Initially we lived in London but then moved to Bristol in 2006 where we lived until 2019.

During that long period in the UK, we always talked about moving back to NZ and there were times that I really wanted to come back. But, we had built a really good life in the UK. We’re close to my wife’s family so always spent a lot of time with them, including sharing a house for some time. My wife and I both love our work and had great jobs. I managed a charitable foundation for a large wealth management company and my wife was founder CEO of a non-profit organisation that facilitates the sharing of cancer research.

Life was very full-on. During the week all activities were more or less centred around getting to work or being at work – I had an hour and a half commute each way. We’d also had three kids so family life was pretty full on as well.

In 2018 we started talking more seriously about moving to NZ as a way to have a different kind of life. To be honest I didn’t think it would happen because I was very settled in my UK role  and I wasn’t convinced that my wife would really want to live that far away from her family, given that they are so close.

I was wrong about that though and, after I managed to secure a job in Auckland while still living in the UK, it became a reality. In January 2019, I basically flew over and dropped off the family and then came back to the UK to work out the rest of my contract before moving to moving to Auckland myself in February just in time for the birth of our fourth child.

I found the transition to NZ life tougher than I had anticipated it would be. I had a good job and it was great to be back living near my family, who I am really close to. But, I missed my English identity and the rhythm of our UK life. Things came to a head around August when we had to make a decision about our 15 year old daughter’s education – we had to choose between her doing her NCEA exams here in NZ or, sending her back to the UK to sit her exams over there. We also had some family commitments in the UK to attend to.

Ultimately we decided to send her back to start the school term in the UK in September and then my wife and I decided to move the whole family back again in October. We arrived in the UK and experienced almost instant regret because we realised that the reasons we had left in the first place were still there.

So we decided that, rather than stay in the UK and rebuild our life back there, we would turnaround and come back to NZ to give it another go. This time I felt much more confident about making the move and didn’t worry about looking for a job before I arrived. In some ways I feel like that six months we spent in NZ in 2019 was kind of a reconnaissance trip that helped us make the real move back in 2020.

Can you help us gain some insight into what motivates the moves back and forth? What’s the thought process that goes into making that decision?

My wife and I are both instinctual people so we don’t put a lot of effort into thinking too much into the future. But we are holistic in how we make decisions so we always take a range of factors into account. Jobs and family are the main anchors since those are the two most important things in our lives and then we think about lifestyle, what kind of childhood we want for the kids and what kind of tempo we want to live by at that time in our lives.

For a long time there was also this hangover from a pact I’d made with a friend when we were young. A kind of ‘Peter Pan’ thing where we’d always said that ‘settling down was like retiring’. I think subconsciously I resisted the idea of moving back to NZ for good for a long time, because I thought that was some sort of retirement, although I’m not really sure from what?

Now that I’m older, I can appreciate what NZ has to offer, especially in terms of the childhood I want for my kids. I love the freedom they can have here, the spontaneity of life, that there’s less academic pressure and, that things are simply so much easier to orchestrate and organise.

Do you always know that you’re going to be moving back again?

When I move I always think it will be for as long as it’s the right thing for us. This move feels like it’s probably going to last a decade or so. But, once the kids fly the nest, I can see us moving back to the UK for a time, especially if our children decide to go back to England to study or end up becoming boomerangs themselves.

What are highs and lows of boomeranging? What do you enjoy most about living in two places?

Financially, this is an expensive way to live. The costs of moving back and forth add up and it can be complicated in terms of pensions and tax and all that.

Culturally, the benefits are to do with being able to access the different ways of living, depending on what you want at the time. I love the indoor English lifestyle and love nothing more than getting the Sunday papers and heading to the pub to watch a football match with mates. 

There’s also something appealing about being able to choose to live in the place that best matches the tempo you want for your life at that time. For example, sometimes I want the intensity of UK life where going to an English football match means 40,000 fans and that it’s a whole day affair and you have to book tickets months in advance. But sometimes I want the ease and simplicity of NZ life where I can go to a local match in Auckland where there are 40 fans and I can decide on the spur of the moment whether I want to go and be home five minutes after the game has ended. I like both lifestyles, I just want one more than the other at different times in my life.

Which country do you consider your true home?

That’s a tough question. When we came back in 2019 I definitely felt like I was a British immigrant moving to NZ. I had disassociated from my NZ life after two decades in the UK and on reflection it was going to take time to make the adjustment.

This time around, I feel much more like a returning Kiwi. I kind of get how it works here now and I’ve seen that NZ isn’t as narrow, culturally or economically, as I had assumed. There’s been lots of positive change since I have been away and the country feels much more globally connected and less sleepy somehow.

I feel like NZ is the better fit for me at this point in my life. Something has shifted internally and I can now appreciate what NZ has to offer in terms of lifestyle and tempo of life. I think part of this has been to do with a shift around my own sense of identity. I always liked to think of myself as a ‘Kiwi who lived in the UK’ because that felt more special than being a ‘Kiwi who lived in NZ’. Now I feel more like I’m a ‘proud New Zealander who is also quasi-English’ and that I’m more comfortable integrating those different parts of myself.

In practical terms, one of the ways I’ve done this is by moving into an older period house in Devonport which is basically the little England of Auckland. So we’ve got the benefits of an English style home life but within a neighbourhood which is only a few minutes’ walk from good Kiwi coffee and a number of beaches where the kids can run barefoot all day long.

We’ve also started to treat being in NZ as an adventure in its own right, especially in terms of travel. We know that we’ll miss our European holidays but on the plus side we’re looking forward to being able to go to Fiji or even just travel about in NZ and do the things that so many foreign travellers dream about.

Do you feel like you’re now in NZ ‘for good’ and if so, what’s different about this time?

One of the things that is making a big difference to feeling like this will be a semi-permanent move, is that I’ve figured out a way to have the best of both worlds on the professional front. I’m now the CEO of Heart Kids in NZ which is a job I absolutely love. To play a key in role supporting children, families and adults with congenital heart defects is an honour.

But in the evening, I’ve been working on my www.purposelypodcast.com which involves interviewing ‘awesome people doing good’ in the UK and all over the world.

I feel like I’m making a valuable contribution to NZ and maintaining my connection to the global charity and non-profit world which helps me feel connected to both places at the same time.

Your most recent move to NZ was just before Covid-19 became a global phenomenon so you’ve been here through the level four lockdown and as we emerge into our new normal. How have you felt being in NZ at this time?

Talking with UK friends you get a sense of how much closer they are to Covid. Several of the people I’ve interviewed for the podcast have had Covid and we know lots of friends and family in the UK who are same. We feel very blessed to be in NZ at this time because it does feel like such a safe place to be.

We don’t have any regrets or hesitations about being in NZ this time around. We are really committed to being here, putting down roots and building a life. It would be very sad if we couldn’t travel back to the UK to see our family or meet up with them in Europe for holidays. But all of that is so far into the future at this time that we don’t spend a lot of time thinking about it. We’re just happy to be here, living more of a Covid free existence and getting on with our lives.

What advice would you give to other Kiwis who like the idea of having in life in two places?

Build a good career, work hard and be OK with spending a lot of money on moving back and forth which might mean you can’t save a lot. Embrace whichever country you are living in at the time and don’t worry too much about what you might do further down the track.

Don’t feel like you ever have to settle down completely either here, or there. Just embrace the richness of having this kind of life and the unique opportunities it brings.

This story was created by Tricia Alach, creator of the How To Have A Happy Homecoming blog, check it out for more stories of Kiwis coming home and resources for making a smooth transition back.  

CONTRIBUTOR

Tricia Alach

Author

How To Have a Happy Homecoming

Kea member

Employer trends

Quite a few New Zealand firms across the SaaS and technology sector, have experienced unexpected organic growth in overseas markets during the last few years. Many are looking to capitalise on that trend and grow further. Companies which have done well recently are looking to resource up which may also include creating new roles. Primarily these are companies looking to expand their digital footprint, or grow their e-commerce offerings. In some cases, these companies are also looking to expand their global footprint at the same time which means candidates with both relevant market experience and digital or e-commerce experience are in high demand.

We are still seeing a little bit of ‘you don’t know, what you don’t know’ from local employers especially if this relates to international growth or scaling up. Because a lot of NZ businesses don’t have previous experience of doing either of these things, they may struggle to accurately scope the role or have unrealistic expectations about finding unicorn candidates who meet every element of the brief.

Organisations across the board are getting much more comfortable with virtual interviewing and many will happily extend an offer to a candidate who is still living overseas. Most will only hire candidates who have a NZ passport, so they can easily get into the country without a visa.

Candidate trends

Most people returning to New Zealand have pretty realistic expectations about what the job market can offer. If anything, they are expecting less than what is actually possible so are often pleasantly surprised when I talk to them about the range of available roles.

Most people are pretty confident that they will find their feet and are comfortable with the process of transition and the experience of ambiguity that characterises the first few months back in NZ because they’ve already had at least one experience of arriving in a new country without a job and figuring things out as they go along. What I see are people consciously employing all those useful skills and mind-sets that they’ve gained in their previous life to their NZ job hunting experience as well.

Most of the candidates we see are pretty open to considering a range of options – from multi-national to small, local firms – and don’t seem to have a fixed view of the kind of role they want to take on. They are also very comfortable to start with a contract role, rather than holding out for permanent because that was what they did when they first moved offshore.

Interestingly, I’ve also spoken to a few people, mainly those who are more experienced or senior in their field, who are keen to set something up on their own so that they can work with a range of companies in an advisor or consulting capacity.

Advice for job hunters

Well first of all, if you want a holiday first, don’t start job hunting too soon. Secondly, avoid the scattergun approach. New Zealand is a small place, and if you indiscriminately apply for every role, you may be seen as desperate which, is not the impression you want to create.

Do the work to make sure that your CV has been translated into the NZ format, which may include translating some of your old job-titles into the local vernacular. Speaking to a specialist recruiter about how to do this is probably the best way to get this right.

Companies are really keen to hear how you will add value to their business so be prepared to present yourself in commercial terms. This might mean being really clear on your ability to generate revenue or retain key clients. Equally it could be presenting your technical specialism in a way that directly links to the bottom line.

This being New Zealand, the interviewer might not directly ask about things in monetary terms but they will ask around it. I think it’s best to front-foot these conversations so make sure you’ve got concrete examples and know your numbers.

Companies are open to virtual interviews and making offers to those who are still abroad so it is worth starting to look while you are still overseas. Remember that a lot of jobs are not advertised so make sure that you connect with local recruiters who may know who is hiring in your field or be able to proactively market you in to the right firms.

Some organisations are quite comfortable setting people up to work remotely for a while before the person makes the physical move back to NZ, some are not. It’s probably a good idea to raise this with the recruiter fairly early on if your timeframe for returning is unknown or some way off.

Advice for employers keen to tap into the returning market

First of all don’t be fooled by thinking that volume equals calibre or that every returner will be desperate for a job. The market is still competitive, especially for those with in-demand skills and good talent are quite prepared to bide their time and wait for the right role.

If you’re looking to hire people with specific experience to help you do something you’ve never done before – expand into a foreign market, implement a digital strategy, scale up and so on – listen to the candidates if they tell you that you’re scoping the job wrong. A few times I’ve seen a candidate walk away from a job offer because they know, based on their experience, that they are being set up to fail, but the company doesn’t realise because they have never done this before.

Relatedly, consider engaging repats with extensive experience or who have held senior roles, in a consulting or advisor capacity. There are lots of areas where NZ businesses traditionally struggle – scaling up, transforming from traditional retail to e-commerce, entering new markets – which are often areas of expertise for returning talent. In some cases, investing in getting some good advice before you make your plans, might be a better option that trying to hire someone to do a poorly scoped job.

CONTRIBUTOR

Tricia Alach

Author

How To Have a Happy Homecoming

Kea member

COMING HOME?

Join

Join the Kea community, NZ’s online home for returning Kiwis.

READ MORE

Resources

We’re here to support returning Kiwi. Here’s our list of resources to help you plan your return and next steps.

READ MORE

Jobs

Looking for a new role in New Zealand? Visit the Kea job portal and find your next career opportunity.

READ MORE

With your international focus, how early did you appreciate the implications of Covid-19?

Because our largest international team is based in China, we became aware of the implications in late January, and especially once the Chinese Government extended the Chinese New Year holiday by a week.

Our people there were in lockdown from that point, and we needed to deal with the implications of our people working from home at short notice. For example, in China it meant couriering laptops to our people in their homes so they could continue to work remotely.

The situation had implications for the wellbeing of our people, so we introduced mental health support from the very start. At the moment, around half of our 41 overseas offices are open or accessible (for example, some work on split shifts). That means many of our people have been largely confined to their homes or apartments for months.

How did you respond on behalf of export companies?

At the start of February we created a special pandemic page on our website, providing information on what was happening in China – whether the ports were open, how people were sourcing food and so on.

As the pandemic spread we created a whole new website, which now has more than 100 pages and has been visited by more than 100,000 people, providing exporters with insights and practical information from around the world. You can find it here.

As borders started to close, our international people really stepped up, taking on more responsibility for our exporters, helping them maintain relationships with their key connections in-market, and being their eyes and ears on the ground. Our people are still doing that, it’s a core part of how we continue to help.

In New Zealand, we realised that companies needed immediate and practical advice on how to keep operating, so we moved $4 million from our normal operating expenditure to create an Export Business Continuity Service, in partnership with PwC, Deloitte and KPMG. The service provided them with access to one-on-one professional services to help them manage the impacts of Covid-19 on their business.

We began running cashflow clinics, and through the Regional Business Partner network we were able to deploy the Government’s early $15m in support for business advice. This network has just received another $40m, to connect firms with expert advice at no cost to the business. Advice covers topics like business strategy, finance and cash flow, continuity planning, HR and employment relations, digital services, marketing, and health and wellness for owners and staff.

And we also got involved in airfreight – something that NZTE had never looked at before! We heard from our exporters that, with passenger flights stopping – and most fresh produce goes in the hold of passenger flights – they were facing real problems. So we worked with the Ministry of Transport, Air New Zealand and the freight forwarders to stand up a system that kept planes going to our major export cities, even without passengers.

Can you sustain this level of support for exporters?

In fact we can and will do more. In this year’s Budget we received an additional $216 million over the next four years as part of the New Zealand Government’s Plan for Trade Recovery.

We’re deploying that funding in three ways: scale, intensity and reach. I’ll start with reach, which means we can share our great information and tools with all 12,000 Kiwi exporters, thanks to a complete overhaul of our website, and in particular our new myNZTE digital portal.

Intensity means we’re doubling the number of companies, from 700 to 1400, that we work really closely with, to give them the best opportunity to grow internationally.

And scale is my focus, which includes increasing the number of people overseas to provide even more resources and support for exporters.

How many people are you hiring and where will they work?

All up our first stage of recruitment will add 35 people to our international network.

We have provided secondment opportunities for five people from Tourism New Zealand – two in Sao Paolo, two in Los Angeles and one in London. They will be joined by a number of others in Australia, the Middle East, Europe, China and East Asia to drive a lot more content for our exporters – it’s really important, when you can’t fly into market, that you have access to high-quality, real-time information. 

We are also increasing our number of market analysts, again so we can help exporters with specific information that will enable them to activate their export strategies.

And then we are increasing our number of Business Development Managers, the people who deal directly with exporters to help them make the right connections. We are adding five into North America (four in the US and one in Canada), five into Australia, one into the UK, and two more into East Asia (Tokyo and Singapore).

The important thing to remember is we generally hire local people, who have experience and expertise in those countries and in specific sectors. So, for example, the BDMs in the US will be specialists in Food & Beverage, Health & Wellness and Specialised Manufacturing.

I have to say that the quality of people wanting to work for New Zealand is absolutely outstanding. Brand New Zealand is alive and well internationally and great people want to be part of it.

By the end of this financial year we will recruit another tranche, but we will decide the exact number and where they need to be based on demand from the exporters we work with. 

At NZTE, we have always worked on the principle that we go where our customers need us.

Finally, do you have any tips for exporters on how to succeed in a Covid-19 world?

Digital, digital, digital. This was already a strong theme before the pandemic, but it’s crucial right now. It doesn’t matter whether it’s digital lead generation, digital sales and marketing, digital B2C or B2B, or even digital (virtual) trade shows, you just have to build your capability. It’s why digital skills are a key part of myNZTE.

This has also had an unexpected advantage for New Zealand. One of our problems has been the tyranny of distance, our place at the bottom of the world. In the tech sector, this has meant our great entrepreneurs and innovators have had to travel to America for face-to-face meetings to explain their products.

But with no one travelling at the moment, there is a greater willingness to do business digitally – meet via Zoom, for example – so our technology specialists are able to build business relationships much faster and at less cost. Even the more traditional markets like Japan are embracing this new way of doing business.

Secondly, don’t forget to continue to connect with your partners and distributors in market. We are finding that most distributors are focussed on working with their existing partners – not finding new ones – so keep working that channel.

Exporters should take advantage of the fact they come from New Zealand. Despite the recent outbreak in Auckland, we have drawn global attention for our Covid-19 response, and this means New Zealand has gained a platform that can be leveraged to promote NZ businesses.

CONTRIBUTOR

Clare Wilson

General Manager – International

New Zealand Trade and Enterprise

Kea member

For candidates?

Jamila: I think for candidates one benefit is our ability to empathise with the experience of coming back to NZ. We’ve all done it so we understand what concerns and fears candidates have and can help to alleviate these. We also know that coming back to NZ isn’t just about finding a job, there’s a whole lot of other things going on so we treat our candidates holistically and discuss job options within the broader context of the kind of life they want back in NZ.

Minta: I’d absolutely agree – we can help you to translate your overseas experience into the NZ context. I think that’s where a huge amount of our value comes from, it’s important to have this CV just right before you start actively applying for roles. For example, the job title you had in the UK might be different (or not exist!) in NZ so having that context from the get go is surely helpful!

Related to that is our ability to help a candidate assess opportunities in a way that helps ‘future proof’ their careers and ensure they’re in the best possible position for future career development in NZ. We always talk to candidates about their 3-5 years plan and work with them to make a plan as to how best achieve those goals.

And for organisations?

Jamila: We capture talent before they arrive home, or just as they’re arriving – we’re their first port of call. Organisations who can really see the value in internationally experience candidates love that we’re able to provide them access to a candidate pool not yet ‘live’ in the domestic market. Always helpful in such a candidate short environment! Our client partners have the benefit of us having these conversations about opportunities and putting your employer brand on a candidate’s radar before they arrive back home. That’s important, especially if you are a new business, or are still building your employer brand.

Minta: We speak both ‘languages’ – assisting companies better interpret the CV and experience of top candidates to ensure they secure the person who is actually right for the opportunity they need to fill.

If the organisation is open to it, we also provide advice on how to best enable the repatriate talent to deliver all they can do. This is particularly appreciated by companies who haven’t hired a lot of internationally experienced people but are keen to fully utilise them to their full potential.

What are the main differences or adjustments a repatriate needs to prepare for or make when looking for work in NZ?

Jamila: Timeframes are the biggest factor. In general things take a little more time than they would have when you first landed overseas! On average, I’d recommend allowing two and three months to find a role – but don’t rush it! Enjoy the process and ensure that it’s the right one for you to prevent being in a similar situation within your first year home.

Minta: It’s a much smaller market and that means that once you ‘go live’ in your job search you will quickly become known to recruiters (internal and agency). You don’t get a ‘second chance to make a first impression’ so our advice is not to start this process until you are really ready and able to put the time into preparing a good CV and profile on the main job search sites – SEEK, Trade Me & Linked-In.

NZ organisations (sometimes) are more nimble than bigger overseas companies. A lot of organisations are really open to people blending their passion with their profession which can create some interesting opportunities you might not find in environments which are more structured.

When is the best time for people to start looking for a job back in NZ? Should they start while they are still overseas?

Minta: About 3 months from heading back to NZ is a good time to start doing some research, looking at job boards and getting in touch with local recruiters. I wouldn’t advise anyone to send applications before they have had a chat to a local recruiter about what they are looking for and have had some advice on job titles, pay rates and how to best present a CV and so on.

About six to four weeks before you head home you can start sending out applications or asking recruiters to introduce you to companies of interest. Depending on your level and niche, companies are open to Skype interviews – however it is rare that you would secure an offer without an onsite interview. Be prepared to wait until you’re “on the ground” and as soon as you have a confirmed date that you are arriving back in NZ – make it known to employers/recruiters! This shows your commitment to the move back home.

Jamila: If you want to start researching before that – and we do have people getting in touch up to 18 months before they plan to come home. Which is great! Often these candidates have spent 5+ years overseas so we love sharing the changes in the country/city and as a place to work. We’re totally happy having these conversations but will press play on representing you once you’ve got clarity on your timeframes to coming home. Some companies have had a bad experience with attempting to hire someone who was still overseas and pulled out at the last moment so they can be a bit wary.

How much time should someone allow to find a first job back in NZ?

Jamila: Probably two to three months from when you seriously start looking but it depends on the level of role you are looking for. If you just want to get some NZD coming in, temporary or contract work can come up sooner than that. Also, don’t feel the need to wait until you hear back from one application before you put in another – sometimes these processes can take 4-6 weeks to shortlist CVs (as companies will wait until the applications close before they start assessing applications and contacting candidates to follow up). On the flip side of that – do not fall into the trap of “scatter-gunning” your CV across the market too.

Minta: Concur with the above! The only other thing I’d add is that there is so much happening behind the scenes than what is advertised on job boards. So be conscious that companies will have internal applicants who take precedence too, nothing to take personally – just something to be aware of. That’s another value of a recruiter – it’s our job to know the inner workings and movements of our clients!

What about CVs? Should NZ CVs be presented differently?

Jamila: That depends where you are coming from. A two page CV is about right for NZ and leave out anything that’s old or irrelevant to the job you are applying for. As a general rule, for each role you’ve had include:

  • Company name: potential companies are looking for names they’ve heard of, or can at least look up
  • Job title: you may need to tweak this for NZ if the role has a different title here (we can help with this bit!)
  • Dates you were employed: include the months and years in your employment. If you were travelling or had a career break, show this too!
  • Specific responsibilities: make sure these relate to the role you have applied for. You may also need to translate this into local language or into the words the company has used in the job ad to show that your experience is relevant to the role.

Keep it in a really simple format, and if you’ve a couple of roles with the same job title and responsibilities, group them into one section vs being repetitive.

Minta: I could write a book about this! Key takeaway though; tailor your CV for every application and try to use the same language as the job ad, pay attention to the way responsibilities or deliverables are ranked.

I’ve noticed job titles in my field are different in NZ to where I lived overseas. Is it a good idea to translate your previous job titles into Kiwi speak?

Minta: Yes, you may need to do this as the job titles can be quite different. For example a Marketing Co-ordinator role in the UK could be a Marketing Manager role in NZ. If you’re uncomfortable doing this you can always include the original job title in brackets. If you’re not sure about how your job titles translate, speak to a local recruiter who has some understanding of the job market you are coming from and get advice. Any of the Home Recruitment Consultants can help with translating from the UK.

How about salaries?

Minta: The salaries for many roles are comparable but this depends a bit on role and its seniority. As a general rule, if comparing to the UK you can expect slightly less than double what you earn in pounds converted into NZ dollars. So, for example if you’re on £50K in the UK, you could probably expect to earn around NZ$90-$95K.

Jamila: Salaries are not often advertised in NZ and, if you ask you may only get a band which can be quite wide. It’s OK and expected you’ll have this conversation with a recruitment consultant about salary however some NZ companies will be a bit more sensitive on the subject!

Tell me about your own repat job hunting experience? What do you wish you’d known before you came back?

Jamila: To be honest, I’d not given it a lot of thought – I was at the end of my two-year visa and a bit sad about coming home! However, I was connected to HOME through Australasian Recruitment Company in London (who had placed me) and I spent time on Seek doing a bit of research (although not until I was home!). A little disheartened about what I saw – I just didn’t know where to start or what I should be applying for/prioritising based on my experience in London (Management Consultancy) – but Minta helped me nut out my motivators, what I loved (or didn’t) about my previous employment and what kind of environment I was seeking.

Following that, I worked on my CV, did a bit more research – and then was quite delighted when Minta mentioned a potential role with HOME. And here we are!

Minta: I was really fortunate to be sponsored in London, so it was my choice to come home for family/friend reasons. Before leaving, I’d had some conversations around the concept of supporting candidates like me moving their careers back home to NZ – and really noticed a gap in the market for that consultative advice upon my arrival! I was approached via LinkedIn for a couple of opportunities, Seek roles were not super exciting and then the opportunity to be part of launching HOME and supporting candidates on their career journey home to NZ was hugely inspiring for me (and a way to stay globally connected!).

What is your must share advice for any Kiwi repatriate starting to look at work back in NZ?

Minta

  • You don’t have a second chance at a first impression – so make sure your CV, expectations and goals are realistic for the market!
  • Have a good reflection about why you’re moving home and identify your motivators (location, industry, scope of role, culture/environment, growth etc.) – this makes you much more consciously aware of a good opportunity from a not so good one
  • Be optimistic about returning home! Yes, it’s a smaller market – but there are some seriously cool (and well paid!) opportunities here. Be delighted and have an expectation that you’ll be living a well-balanced life, Kiwis value their lifestyle!

Jamila

  • Do your research to prevent rushing any decisions – use job boards as a tool but don’t feel like you need to apply right away
  • Reconnect by speaking with friends & ex-colleagues who have also moved home – set some coffees up as a networking and reintegration exercise
  • Schedule a call with us to understand your best approach/market insight
  • Enjoy this time to settle back in, catching up with friends and family etc.!

This story was created by Tricia Alach, creator of the How To Have A Happy Homecoming blog, check it out for more stories of Kiwis coming home and resources for making a smooth transition back.  

CONTRIBUTOR

Tricia Alach

Author

How To Have a Happy Homecoming

Kea member

COMING HOME?

Join

Join the Kea community, NZ’s online home for returning Kiwis.

READ MORE

Resources

We’re here to support returning Kiwi. Here’s our list of resources to help you plan your return and next steps.

READ MORE

Jobs

Looking for a new role in New Zealand? Visit the Kea job portal and find your next career opportunity.

READ MORE

For some, the move home represents the end of ‘away time as play time’ and the start of a real focus on building their career. For others, having done the ‘big career’ or the ‘big corporate thing’ while overseas, the return might be an opportunity to scale back, work for themselves or, be more selective about where they choose to work.

Undoubtedly, an individual’s experience is inextricably bound up in the complex range of reasons they chose to come back in the first place. For those who have come for family, lifestyle or health reasons, even a less than ‘perfect’ job can be perfectly fine, if it facilitates the other factors. But for those who feel they didn’t really choose to come back and don’t really want to be here, even the best opportunity can fall short.

In this post, I’ll share some of the most common experiences, along with insights and tips on navigating a happier return to working in NZ – which may actually start with (re)framing how you think about work..

Consider the possibility that small can be beautiful

One of the great shocks about working in NZ is the smaller size and relative youthfulness of organisations, compared to overseas. The challenges reported here include: jobs with a much smaller scope than what you are capable of doing, smaller budgets to play with, unprofessional ‘cowboy cultures’ and, a sense of disbelief at how many NZ organisations are just starting to engage with the challenges that are considered more or less solved in other parts of the world.

But, there can also be great opportunity in these smaller, less mature and (relatively) less well-organised businesses that constitute NZ Inc. The less structured approach to organising may create more opportunity for you to have your ideas implemented than might have been possible in the highly formalised and hierarchical organisations you worked in overseas. The smaller size, and informal culture, can also mean it’s easier to directly influence those at the top table and, the breadth of roles that comes from working in leaner, flatter organisations may mean more opportunity for you to extend your repertoire of skills beyond your area of expertise – great for those with ambition and a growth mind-set!

Go for Glocal

A number of multi-nationals have also set-up shop in NZ providing an opportunity to join a relatively small local operation which is also part of a large global group. This can provide a great ‘best of both worlds’ experience for those who want to be part of a smaller, less formal workplace while staying connected to the wider world. This may also provide a ‘softer landing’ for your return to the NZ jobs market, especially if you’ve been away a long time. Ask local recruitment consultants who might be hiring in this space.

If you’re still overseas, and working for a multi-national with an NZ presence, have a chat to HR and see if there might be a way for you to continue to work for the company from NZ. Even if there is no specific role in the local operation, many multi-nationals are so keen to keep good talent that they will create a remote role if they can.

Don’t make assumptions

The most commonly reported ‘good surprise’ is that there are lots of complex and challenging roles available in NZ organisations. The less welcome realisation though, is that in many NZ organisations, are often missing two things – a strategic mind-set and the foundations for responding to these challenges in a systematic and sustainable way.

Organisations may have a lower level of capability to what you’re used to, fewer resources or, in many cases, simply lack the experience needed to know how to organise work in an optimal way. This can be experienced as a pro or a con, depending on how you are wired – for some, being able to build something from scratch is seen as a major bonus, for others a giant red flag.

Do your research into which industries and organisations might be facing the kinds of challenges you are keen to solve and don’t make any assumptions about what the organisation might already be doing or, what structures and resources are already in place. When interviewing, ask questions to understand what you’d be walking into and discuss your ideas to gauge receptivity before you commit to taking the role. The bluntness of Kiwis is of real value in this regard – ask a direct question and most people will tell you the truth!

Accept that not everyone has an open mind so seek out those who do

Unfortunately, despite the value that internationally experienced talent can offer in solving many of the challenges facing NZ business, there are still some who maintain a closed-mind to doing things differently. Many returners report a great sense of frustration at not being able to make as big a contribution as they can, because what they’re suggesting is not ‘the Kiwi way’.

The best way to avoid this unsatisfying impasse (for both sides) seems to be; seek out organisations that already have a culturally diverse, internationally experienced workforce – especially those with an internationally diverse executive team. These are most likely the organisations where you will find value placed on those who bring a global mind-set and, offer both a receptiveness to your different ideas and, the opportunity to learn from others who might also think differently to you.

Tapping into the wisdom of specialist repat recruiters like Home Recruitment is a good way to gain some on the ground insight into which organisations might be a good cultural fit. You could also try the Kea New Zealand LinkedIn group or the Kiwis Migrating Home Facebook group.

Expect that your criteria will change

With few exceptions, most returners report that it took trying out a few different jobs to figure out what they actually wanted to do. Some formalise this process of experimentation, by choosing to contract rather than look for a permanent role – something local recruiters often recommend for those who have been out of the NZ labour market for some time.

But even for those who don’t want to contract, it’s likely that the first job you take when back in NZ won’t be your last. A variety of factors contribute to this, including:

Short vs. long term goals: many returners report that, initially at least, they’re heading home in pursuit of the traditional ‘Kiwi Dream’ – home ownership, a couple of free range kids (or fur babies) with plenty of safe, outdoorsy space for them to run about in.

This may mean the first job is the means by which they make this happen – a permanent role with a decent salary in an organisation that’s unlikely to go bust AKA one that will satisfy the banks enough to secure you a mortgage. But, once you’ve got the roof over your head sorted and are feeling more established within your professional networks, you may decide to branch out and take on work that is a bit less secure – working with a start-up, freelancing or even starting your own business. Or vice versa.

Same job, different organisation – different organisational cultures, manager and team mates can lead to vastly different experiences of the same (on paper) job. Several interviewees reported that the first job they took was such a bad experience, that they considered leaving the country again. But, then the second job was so different that it changed their perspective entirely on whether they could build a new life in NZ. And, the more time they spent here building their networks, the better intel they gained about which organisations to approach and which to avoid at all costs!

The question of location: while a lot of returners choose to move back to the cities on the belief that these offer the best job prospects, the pursuit of a particular lifestyle may mean a move to a different part of NZ is on the cards at some point. Some returners actually formalise this process of ‘finding their home first’ by choosing to housesit around NZ for the first few months, only deciding where to ‘settle down’ and get a permanent job once they’ve had a taste of what’s on offer ‘lifestyle-wise’ in a variety of places.

Focus on what you can gain rather than what you have lost

Instead of bemoaning the loss of your overseas job or international career, try and think about what you might gain from working in NZ, even if it’s not where you want to spend the rest of your professional life. Many returners report that the experience they gained working back in NZ, has been hugely valuable a springboard for them to take up an interesting opportunity overseas.

For others, it’s an opportunity to build a life that doesn’t entirely revolve around the job. As Oprah Winfrey herself has said, NZ seems to have a pretty good perspective on how work should fit into life and, reports from returners confirm that this is the case – especially in terms of employers promoting the value of work-life balance.

Interestingly, while antiquated in some ways, there are also pockets of people practices in NZ workplaces that are seen as world leading, especially in relation to flexible working. Examples include the Perpetual Guardian experiment on the four day week – gaining attention worldwide and being adopted by more companies in NZ – and the government’s plan to close the Gender Pay Gap which includes the introduction of flexibility by default for all public sector roles.

Accept that not everyone has an open mind so seek out those who do

If you can’t find a single job that ticks all your boxes – and remember few people do – consider taking a more holistic approach to your definition of work. So, maybe you take a role because it pays the bills, and then get involved in some community work that’s more aligned with your sense of purpose, or carve out some time to pursue one of your passions.

By spreading the work around, you take the pressure off any one job to be perfect and in so doing you may actually find that start to get more enjoyment out of all of the work that you do.

This story was created by Tricia Alach, creator of the How To Have A Happy Homecoming blog, check it out for more stories of Kiwis coming home and resources for making a smooth transition back.  

CONTRIBUTOR

Tricia Alach

Author

How to have a happy homecoming blog

Kea member

COMING HOME?

Join

Join the Kea community, NZ’s online home for returning Kiwis.

READ MORE

Resources

We’re here to support returning Kiwi. Here’s our list of resources to help you plan your return and next steps.

READ MORE

Jobs

Looking for a new role in New Zealand? Visit the Kea job portal and find your next career opportunity.

READ MORE

Our Partners

ASB Logo

Kea nurtures a vibrant and diverse community who share a strong passion for New Zealand and the success of its people and businesses